How can a structured benefits programme support workers over the festive period?

Famously, the festive season is described as 'the most wonderful time of the year' - the song even says so - but for many employees it's one of the most challenging. Typically, family commitments and financial pressures combine with heavy year-end workloads to create nothing but stress, making a structured and well-communicated benefits programme a vital crutch helping employees stay engaged at work but also financially secure and emotionally sane.

Put simply, December can be the most expensive month of the year. According to the Money Advice Trust, a quarter of adults feel stressed about Christmas spending, with the average household splurging over £700. 

Any benefits that alleviate that feeling of pressure can be a Godsend. Salary sacrifice schemes, retail discount platforms and interest-free loans on travel or technology can help pay stretch further and some companies offer an early pay day in December which can also prevent reliance on credit.

Financial wellbeing tools like budgeting workshops or debt advice can also help, and make the message very clear that an employer understands the issues at hand.

If the festive season brings joy for some, for others it can compound the loss of loved ones and heighten loneliness. Personal and family obligations go through the roof and the job of caring for relatives and children can become almost unsustainable, all at a time when there can be additional pressure at work to deliver year-end targets.

Structured benefits programmes offer access to mental health support with Employee Assistance Programmes (EAPs) and counselling sessions providing genuine relief and peace of mind. However, employers should not fall into the trap of assuming these support structures will simply be used. Managerial empathy and proactive support is crucial and should include reminders to workers, and the company as a whole should take a centralised approach to promoting these benefits actively throughout November and December.

Around the festive period is also a time when flexible working options - hybrid / remote working or condensed hours - can really help, showing that empathy. Allowing staff to manage their time around nativity plays and visits to care homes, or simply doing the big shop, builds loyalty and is likely to reduce burn-out and absenteeism come January.

The end of the year is also a time when recognition schemes come into their own, and a thoughtful, personalised approach to festive rewards can boost morale at the perfect time.

Structured benefits programmes can formalise recognition through flexible platforms giving employees the ability to choose the benefits or gifts that suit them best. Team celebrations and messages from leadership can also have a real impact by reminding employees that they are valued at an important time.

The more creative and personalised companies and HR can get with this, the better. Enabling managers and peers to give somebody a meaningful gift that they actually want or need can move mountains. 

Naturally, the festive season is also a natural time for reflection and planning, giving HR leaders a chance to communicate how benefits might change or evolve in 2026.

Giving this kind of heads-up can only help provide clarity and consistency and increase engagement as employees are more likely to then understand what is available, how to access it and whether it has their needs in mind.

Ultimately, a structured benefits programme is about more than money in our workers' pockets - it is a chance for organisations to show empathy, flexibility and support at a time of year when workers are likely to appreciate it the most. Rather than feeling worried and overwhelmed, they can feel supported, motivated and confident that their wellbeing really matters.